Tips On Hiring Your First 10 Employees

Startups are a common in Bangalore and it could be safely called the Startup hub of India. But, building a startup starts with hiring. It is like laying of one of the corner stones of a building, that could decide the safety and age of it. Most of the early hires are around leadership positions and they are ones that could decide the growth direction for your business or organizations. Hence, you need to take due care and be highly meticulous when hiring for a startup and more importantly with your first 10 hires. These first hires are the ones who are probably going to occupy the leadership positions as the company moves northwards. Well, here are a few tips to help you with these crucial hires

1. Go Slow and Steady - Do not rush in hiring. You need to have profile sketching done from your managers, leadership and founders, job descriptions made and understood before you look into hiring. It also includes networking, checking on referrals and well these task iterating does take a lot of time. Go for recruitment consultants who understand your requirements thoroughly and not companies with half baked knowledge about recruitment.

2. Psychology study – Apparently, just understanding the motivation of ambitious people looking to get into something new , own it and build it from scratch. When its about a startup success there are only a few people sharing it. So, the first is to get involved on a direct basis and furthermore an opportunity for direct and huge incentive as the sharing is less. Hence, people who are looking out for a good packager might not be really a fit for startups. The more ideal ones would be the ones who are talented with less experience and ready to work towards potential benefits and not current.

3. Leadership qualities – You have to have the eye to pick the leaders of tomorrow today. Mostly unless your are backed by a hot investor, people are not really interested in joining startups. Therefore, you need to look into talented people who are packed with energy and enthusiasm to make it happen. There needs to be a hunger to do something, to achieve something and the recruiter needs to see it be it you as a company or your recruitment agency.

The other things that you need to be sure is that you and the people you are hiring share the same values and worth ethic. Furthermore, as you are a startup, your hires must be willing to work long hours and be there when you need them.

Having said that keeping the above tips might not get all the check boxes ticked but most of them, definitely.

Hiring For Small Business – A Short Guide

It’s not a new in India particularly that small businesses do not have HR practices in place when it comes to hiring employees. The task is at times left into the hands of employees with not much of a recruitment know how. On the flip side with the advent of new technologies, small business now can have the same tools that biggies have and use them to the best of their advantage. Here’s a run-down few tips for small businesses to keep in mind while hiring.

Quality, Quality, Quality – Unlike big business trying to fill up umpteen positions that could run into double figures, small businesses have limited budget and positions and hence the concentration has to be quality and not quantity. Small business need to improvise their hiring methodology.

Facilities and Perks - If you want the best in the business, you need to offer them the same way. Good candidates always have options to choose from and if you have zeroed on some then providing them perks like work from home, a good working environment can certainly help you hire and retain good candidates

Smart Advertising - Traditional advertising is never a cup of tea of small businesses obviously because of the high cost involved around it. But, like technology has made for usage of smart tools to small businesses internet has made way for smart and cost effective advertising. Advertising on internet is effective and if done rightly gives you wonderful results

Last but not the least, the most important point around hiring for small businesses is to understand that primarily the positions are less and every position matters so the main objective while looking out for a suitable candidate is to understand that every candidate that you hire needs to contribute in taking the company or organization northward.

*Sourced from Internet


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Making Cold Calls That Work

Many of the recruiters are really comfortable with cold calling, but ask the sales reps because what they do is the real kind of cold calling. Recruiters, on the other hand, are providing opportunities to the callers and are not exactly wasting the time of their target audiences. So, firstly every recruiter should be feeling confident about calling their potential candidate and not apologizing them for their time. Let’s take a run through some of the tips on making cold calls that work –

KEEP IT SHORT AND TO THE POINT – Ya, who has the time to go through lengthy emails that too during work hours. So, if you are sending a mail or call, keep it short. Highlight only the points that are important from the candidate as well as recruiters point of view. The reason behind the communication (their good profile), an awesome opportunity and why they need to talk to you (great company, great opportunity, great perks)

GARNER EYE BALLS – Always highlight what they are going to get, like opportunities, career growth, work environment, flexibilities, perks and more. Be to the point and clear also when making a cold call and then ask for a suitable time to talk.

GIVE IMPORTANCE– Everyone likes to hear about themselves anyways, and when it comes to recruiting it’s even more. So, the idea is to make them feel important. If it’s an email then have an attractive headline, and if it’s a call then talk to them while referring them as you and ask them for their time if they are interested.

CALLING IS BETTER – Though emails do work for some people, calling on a direct number is always a great idea more so if the candidate seems to be a high potential one. Though it might surprise many, for many recruiters it has worked effectively. When it comes to India, particularly, calling works better always because it’s direct, one on one and immediate.

In a nutshell, these days technology has already eliminated many barriers of communication, making it faster, easier and convenient – be it active or passive. But, all it boils down to is the way you craft your communication because in the end communication is the key.

*Sourced from the Internet

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Spicing Up The Job Descriptions For The Job Aspirants

Job descriptions don’t have to be boring and just include the work profile you require for the organizations. Spice it up, not with something that is said for the heck of saying, but something meaningful that makes the aspirant think of applying more than anything else. Job seekers are always looking for value additions when it comes to choosing in between firms. A job description that gives more than just a job profile information against that which offers information about the company culture works and is purposeful definitely is garnering quite a few eyeballs. Here are a few tips around making your job description interesting enough -

Growth Opportunities – Job description obviously includes everything around the job profile but pepping it up with what’s in store at the office for the job seeker as far as not just the job is concerned but the future of the aspirant more so.

Company Culture – A job description already means information around the job profile and that every position from every company will have. What job seekers are looking to know is more about the company, its culture and core values.

Showcase Personality – Rather than just a bland job description, the description that speaks the language that is industry-specific and unique to your organization or the role can attract a lot of eyeballs for sure.

Highlight Advantages – Let the potential candidate know about the company’s efforts in ensuring an enjoyable environment. If the company is into CSR and philanthropy, let the job seekers know about it. It’s not just about competitive salary these days it’s also about perks like flexible works routines, student loans, training, gym memberships, team outings and more.

Well, if the candidate knows about your company’s mission and culture, it will give a fair idea to the candidate about how it’s going to be working there and help him decide whether he or she is a culture fit or not and also allure them for applying considering the benefits.

*Sourced from the Internet

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Welcoming New Employees To The Organization

Not all employees undergo a proper joining procedure before they start working. Most of them usually undergo formalities like computer allocation and overview through the company policies, bank account, income tax, and insurance-related formalities. But, Pre-boarding and Onboarding processes are very advantageous. This is how

PRE-BOARDING

Pre-boarding is a process that is after the candidate accepts the employment offer and before their joining day. This helps save a lot of time of the employees and gets them working right on the first day itself. Thus, pre-boarding is nothing but simply preponing the process before the employee’s joining date.

A  better idea is to manage the pre-boarding activities and make it a feel good affair are as follows.

1. Inform the employee and the team through a welcome mail
2. Ask the employee to come before the joining date for a complete tour of the office and familiarity with the working environment and colleagues
3. Have an introductory session in a casual setting like lunch meet of the employee with the colleagues.
4. Connect with the employee from the very beginning and make them feel comfortable. Ask them to be free to ask any queries they have or doubts in mind if any.

If you think from the employees perspective it’s a very important day for the employee as well as it is a major decision for the employee. At times employee wouldn’t immediately accept an offer because of the uncertainties related to leaving the previous job or not and the new role as well as the new company environment suitability.

Even though onboarding is one of the most vital parts of an employee’s inclusion in the team, doing the whole process before the joining date is a good idea. Get the paperwork done all before the joining and keep up the hype of the hiring process till the joining day.

Well, the end result -your employee is on the job on the very same day.

*Sourced from the Internet

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Seeking A Sales Job? Here Are A Few Tips

A sales job is the best option for people who are outgoing, motivated, and result oriented. The entry barrier is low and the potential to earn high is great. Well, the first thing you need to do if you are looking out for a career in sales you need be smart enough to crack the interviews.

Though, a highly challenging and target oriented area, sales provides a lot of benefits as well. Primarily, as the approach is target oriented, the simple mathematics is that more you sell, the more you earn. Now in a sales job, you don’t have to be stuck to one industry. The opportunities are limitless in this field and you only have to know how to close. Sales also offers huge opportunities to meet and network and for the social this a pro. The career is exciting without surprises in store to a large extent. You know about the targets you have to achieve and also what to do to achieve them. Luck does play some part but that’s for everyone ain’t it?

Target oriented job does bring along high stress levels also in case you are not able to meet the requirements or are running out to time. Again, this is not because of an individual’s talent, it could be that some companies just can’t succeed due to reasons like high pricing, better competitors or lack of interest from the buyer due to any reason known to the buyers.

This only highlights the point that while looking out for a sales job, the need to research the details about the company becomes very important. A few other points you need to keep into mind if you think you are the made to sell, are as follows –

Sales requires hard work not just smart work. This is one job where you need to do it every day, look for potential clients and try to close them as well. Another vital point is to be wary of the customer’s needs. Put yourself in the customer’s shoes and find out what is that the customer is looking out for and in what budget. 

The objective doesn’t have to be only to get the customer’s money. Selling hard is okay, but equally important is selling right. Ethics and morals will take you a long way in this profession and will gain you loyal customers and help you gain more through word of mouth as well.

Well, when you are starting your career in sales, finding the right job also matters. As mentioned before at times it’s not about the capabilities of the individual but products/services of some companies just don’t sell. 

Hence, it is advisable that you target companies that are successful. Do research about the company, its competitors and target audience before you go for an interview. Last but not the least, look for a work area of your interest. If it interest you is when you can excel.

Well, working in sales can be taxing but stay motivated but reminding yourself about the pros of it, that’s when you can succeed in sales.

*Sourced from the Internet

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The Business Benefits Of Hiring Remote Staff

The world is far becoming a global village now with the internet as its key driver. Work from home is also a perk that many companies offer to their employees, on once in a while basis. But, as the winds of change are blowing, they are bringing along the concept of remote hiring. Though, it’s a topic for debate where people to talk about working at a centralized space for optimum production and collaboration.

A recent prediction report of hiring managers suggests that over 35% of the staff hence forth is going to be remote and the cherry on the cake seems to be the reference of the World Economic Forum about remote working. It says that remote hiring is going to be “one of the biggest drivers of transformation of business models”. No wonder, this mode of hiring is gaining pace already as companies are getting to understand the pros of it.

Let us run down some of the benefits of remote hiring of staff

Wider Reach for Talent – Hiring managers and recruiters are well aware of the fact that location does matter when it comes to hiring. So, many a times it’s possible to miss out on talented professionals due to the location limitation. With remote hiring you can look into a wider pool of talent because the location does not remain a constraint hence giving you a wider pool of talent to dive into.

Productivity Upsurge – Obviously, when employees get the convenience of working from home, it does affect their output in a positive way. The time that goes into commuting, particularly in metro cities does affect negatively. Being in the comfort zone provides for more flexibility and for women particularly with infants or school goers it does prove a boon of sorts, if managed well.

Rise in Retention – The pros as compared to cons are much more and therefore the retention graph for remote working does point northward. The pros include working from anywhere and many a times even flexibility in timings. It save a lot of time and stress that goes into commuting as well as money needed as well. The quality of life also is improved as a result and it does affect retention in a positive way.

Furthermore, even the organization branding gets a thumbs-up because it does portray the company in good light as one that trusts and values its work force.

*Sourced from the Internet

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A Job Description Needs To Convey The Company’s Culture As Well

Obviously, the job description needs to have the description of the role or profile in order to get it across your target audiences and attract eye balls that have the needed skills as well as experience. But, a point that is vital while screening candidates is whether they are fit to your company’s culture or not.

Many a times company’s take up this topic during personal interviews or screenings. But, the idea of highlighting your company’s culture in the description itself can actually work well with getting leads of the kind, who want to work in your firm.

If you highlight the culture of your company in your description itself after outlining the details of the description. A solid job descriptions needs to have the components like title, role objective, experience, benefits, compensation and location primarily. Here’s a run-down all the inclusions of a Job description in a way that gives an idea of the culture as well

Role Objectives – The role objective includes the objectives that the hired candidate would need to achieve. It is a vital statement clearly stating about what result is expected overall. Herein, the organization can share company’s vision as well as mission and what kind of experience are you looking for your customers. Obviously, this would cover how the potential employee would bring value to it.

Responsibilities – This include the daily responsibilities under the role with context to the role objectives as well as some additional or exclusive tasks. Even alongside the responsibilities you may throw a bit of light on how a typical day at the workstation would look like so that the potential employee gets a hang of it. This could include the team as well as the activities that would be carried out in collaboration. There are companies who actually convey the daily schedule so as to give the candidates an idea of how their workdays looks like.

Experience – If the designation requires experience then it needs to be there in the job description. But, rather than just including the number of years of experience, putting in the qualities of leadership your organization is looking for.

Advantage - Mentioning your employment benefits is always a good idea even though they don’t differ on a company to company basis. Here is when you can jot down the information around the company culture like flexible work timings, meals, pick up and drop, study while on board to name a few.

Well, if you give an idea of the culture of your company alongside your job description, the potential candidate will get a fair idea of how it would be to work with the company and in reality you could reach out to genuinely interested candidates.

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How To Maintain A Work Life Balance - 5 Simple Tips

Millions of people around the world are already struggling with creating an ideal work life balance. With lifestyle becoming hectic and competitive, mental stress is on the rise. People are spending long hours at work resulting into added stress and anxiety issues cropping up.  A survey carried out in Britain has shown that over two third of the Brits who are working are not happy as they are not able to maintain their work life balance. The survey further mentioned that around 18% of them wanted to spend some time reading while 15% wanted time to watch their favourite TV shows and 14% was looking to pamper themselves. 

1. Learn to Say No when required 

There’s this saying you can eat only as much as you can digest’ and this very same saying holds true with your working schedules. Your body needs rest to and if you load it with work than its capacity, the output is going to be affected adversely for sure. So, there is no point in putting too much load there. Learn to say no or don’t feel ashamed of asking for help with there is loads of work to be done. 

2. Work Smart not hard

Learn to work smart then hard. It’s not difficult the easy way out is to prioritise your work on the basis of importance and time. You may decline the meetings that do not need you to be there. You may further set deadlines to complete your scheduled tasks so that you know where you stand at regular intervals of time. You can plan out the next ones accordingly and complete your work on time. 

3. Be at home when at home

People take their workloads along with them to their home literally as well as mentally. Many of them work from home as well and many think of work when at home causing themselves a lot stress and mental distress. The good idea is to write down your to do list for the next day before leaving office and then going home with an open and relaxed mind. 

4. Give yourself time 

A recent study says that quality me time can better your output as an employee.  Try to give equal importance to your self-care regime, apparently as much as you give to your career. After all it is for your own well-being. Think of it as an exercise of your own mind and body for better output at work or may be the way your vehicle requires maintenance so does your body and mind. 

5. Exercise 

The key to a healthy mind is a healthy body and for a healthy body you need to exercise. So, take out time from your daily chores for a brisk walk or a jog or may be a half and hour session of yoga or exercise. See the difference after a couple of weeks. Your stamina, your health and you yourself as a whole will show a positive change. So take out time from your schedule daily and spend some time revving up your engines.

"At VHIRE4U, we understand that nothing but quality guarantees a long term relationship with our clients and candidates. A robust recruitment process strengthened by well designed practices and a strong team ensure meeting our end objective"

*Sourced from the Internet

How Do Tech Giants Like and Tesla Hire - A Few Tips

People are the backbone of any organisation and equal stake holders of its success. Besides, these companies are some of the very few ones that are very particular on getting the best on board is why they have such a thought out and organised hiring process. 

So let us know about how these giants pick the top tier talents from the sea of applications that flow in to their offices. 

Google 

Google is one company that receives a huge influx of over a million applications every year.  It was once known for asking riddles or brainteaser sort of questions to its candidates. They soon learnt that the method wasn’t efficient enough to judge the ability of a candidate. Soon their rectified the method and now use evaluation tests as well as structured interview questions for doing the same. The process for hiring engineers includes involving engineers from different departments in the hiring process so as to include variety of employees besides maintaining high hiring standards. 

Tesla 

Tesla has also joined the league of face book and google recently and is known for its challenging interviews. Though the hiring process is not similar to what tech companies of the silicon-valley generally follow. Many a times their interview rounds include presentation to the hiring team about their previous projects and taking questions from the team followed by one on one interviews pertaining to the role. 

Tesla is known to be quite upfront while hiring and is even to tell the candidates that they need a lot of people who want to be a part of Tesla and hence everyone has to make their point for why Tesla should hire them instead of anyone else. They further add that if they are really up for the challenge they should know that no one can come any near to them if they were hired.  Even though it sounds harsh, TESLA employees do say that their voices and ideas do matter hence their hiring process does make sense. 

Facebook 

Facebook follows a standard but thorough process of hiring though their main focus is diversity in working experience. It is also known for the campus tour it provides to all its candidates just to make them feel comfortable at the vicinity.  First the candidates go through an on call interview with the hiring team and potential team members. Later on there is a series of in person interviews and campus tour. 

They also have a four point scale based internal feedback form for the hiring team. The team is asked to give a yes or no feedback on whether the person should be hired or not and even rate their level of confidence on a four point scale. The can view other team members feedback once submitted. The final decision is around hiring is undertaken by the hiring committee that includes the hiring manager as well as the directors after visiting the reviews of the hiring team and considering factors like compensation and more. 

Choosing the right people can helps an organisation bloom to its fullest and the above mentioned organisations are a befitting example of the same.  Undoubtedly, their efficient hiring process is what works for getting them the best out of the rest. 

*sourced from the Internet

Unemployment Rate at Peak in India - Report

A recent report released by the Centre for sustainable employment has revealed that employment India today is at its peak considering the statistics of the past 20 years. There is not only a shortage of jobs but the wages are also depressed. The state of working India 2018 (SWI) report says that unemployment in India in youth stands at a staggering 16%, viz. highest in the past 20 years.

The report that is written by a group of journalists, researchers, civic society activists and policy makers has also highlighted the fact that the rise in GDP of the country hasn’t affected or caused any increase in employment. The increase ratios is only 1% increase in employment against 10% increase in GDP. 

Earlier, the problem was a bit different. India had the problem of underemployment as well as low wages.  But the recent reports reveal that its unemployment big time that has cropped up to a staggering five percent. The economy looking good either with petrol prices touching the 100 rupees mark and the rupee losing its weight against the dollar and crossing the rupees 70 mark. Additionally education over the past decade has got its dues and as the school admission rates have increased but the job market hasn’t got any spurt as such. Even the quality of education before and now has changed drastically and rather negatively. It is a serious issue and needs to be looked into. 

A study around the employment scenario highlights the fact that growth and employment relationship has gone weak over the period of years. It also focuses on the low earnings. As per a report of 2015, 67% of Indian household had an income of around 10K. Comparatively as per the 7th Pay commission, the minimum salary recommended comes to 18K. This means that it’s below standard. Also, in unorganized sectors 90% industries pay wages below the minimum CPC. 

Presently the GDP is 7% but employment growth is 1% or less while comparatively in the 1970’s and 1980’s GDP was only 3% but employment growth was 2% per annum. Well, its time India looks into the unemployment issues in India and works out reforms to change the present scenario. 

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All You Need to Know About Turnkey Recruitment Services

Companies, brands, industries and organisations that are a start-up, planning expand their business, launch a new product, division or department or are a M & A practice make use of turnkey recruitment services. These businesses are in dire need of staff in bulk and that too in a limited time span. The hiring service is generally opted to hire middle and higher management levels.  The idea is to utilise the company’s time and resource in the right direction while the Recruitment service provider takes care of the recruitment. A hiring company that offers turnkey recruitment solutions provides 360 degree solutions that include end to end services right from sourcing to on boarding. Turnkey recruitment services have time and resource restrains and hence it’s very important to achieve the mapped targets in time because failing to do so can negatively affect the organisation's long term goals. Therefore, turnkey recruitment service providers even go to the extent of providing initial training and orientation in order to boost the new team’s productivity. 

Turnkey Recruitment Benefits 

Turnkey recruitment service providers can identify top talent in the area with the right expertise and experience and suitability. They can creatively and effectively source as well as recruit the required talent by offering cut to fit services rather than the one size fits all approach. Their benefits include -

• Ability to recruit at a large scale and at multiple locations
• Offer flexibility around their services 
• Eliminate procedures like contractual ones that can burn a hole in the pocket
• Time, resource and cost saving for the company
• Big pool or database of candidates
• Transparency in addressing headcount limitations

Having said that, every company can manage recruitment's on their own but it involves a whole lot of investment in terms of time, resource and money and hassles around the same like advertising, networking, head hunting, interviewing, documentation, training and more. Therefore, having a turnkey recruitment specialist as your extended hiring arm viz. working in partnership with turnkey recruiters based on organisation's needs, structure, work environment and future plans does help streamline the organisations hiring process and save hugely on time, resources and most importantly costs. 

Holistic Approach - Ultimate Strategy to Acquire the Best Talent

The biggest challenge in the talent acquisition marketplace today is competition. Unemployment is at an all time low as the economy is heading northward steadily. Hence, acquiring the best talent requires a proactive approach. There’s also a dire need for brands and companies to focus on retaining talent besides acquiring skills and providing internal resources necessary for hiring top talent.

Well, here’s where many companies fumble. Rather than concentrating on the big picture or having a visionary and holistic approach, companies and brands do not mind sacrificing the brand and its effectiveness in their effort to save on time.  Let's look at few mistakes that brands make when they go talent hunting and how a holistic approach can be the ultimate strategy for acquiring the best talent.

Taking Shortcuts – Brands tend to take shortcuts like mass emailing or spamming to be specific.  To acquire around 10 candidates they mass mail 75 and ruin it all. Comparatively, an approach wherein they mail only 10 out of the 75 candidates personally can work wonders and get optimum output. 

No Upgradation – Many companies and brands are still using run of the mill methods of hiring and show a lot of resistance when it comes to upgrading to new technology or incorporating new strategies or new skills acquisition. Upgradation is a must to meet the hiring needs of today’s times amid competition.

Quantity over Quality – This is again a mistake that many brands, organizations or companies keep making. Concentrating on quality can help in a far better way and looking out for employees that are a culture fit through sources like referrals is a good idea.  Having said that, there is no denying that referrals aren’t always the best idea. For a profitability and culture shift you need to have a more proactive recruiter led or outbound approach. 

One Source Only– If you stick to only one source for all your hiring needs for example linked in, then you’ve already lost the battle. So, go all out and widen your source horizon to get optimum results. 

Over Complicating – Using the latest technology like the artificial intelligence or open web sourcing tools is always a great idea but becoming a slave of it entirely ain’t. Rather than over-complicating, try to make things simple. A little bit of automation is necessary to speed up the tedious tasks so that you can be more productive, is great. The fact always remains that technology is only the vehicle that you drive. Ultimately, whether the ride turns out to be bumpy or smooth irrespective of whether you’re driving a Maruti or a Mercedez, depends only on how the roads are and how you drive. 

Well, to get the most out of the sources you have, try increasing your network of people, join forums, communities to learn and upgrade yourself consistently and last but not the least hiring is all about candidate experience, so focus on that and sail through the hiring rapids with ease. 

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